Navy Enlisted Recruiting: Alternatives for Improving Recruiter Productivity.

摘要

This study examines the productivity of Navy enlisted recruiters and makes recommendations for improving Production per Recruiter (PPR). Specifically, this research focuses on two areas. First, the study reviews the initial assignment and training process for recruiters. Typically this process, known as the 'on-boarding process', takes eight months after initial assignment to basic ENlisted Recruiter Orientation (ENRO). The study evaluates how that process might be shortened by altering when a recruiter reports to initial training. The analysis examines whether it is possible to increase individual productivity with minimal to no increase in cost to the Navy. Second, the study examines the differences in recruiter productivity across Navy enlisted ratings to see whether sailors in some ratings tend to perform better than those in other ratings, in an effort to maximize labor efficiency. The results of the study suggest that some of the ratings that require higher cognitive ability, based on Armed Services Vocational Aptitude Battery (ASVAB) sub-scores, generally perform at a slightly higher level (PPR) than other ratings with lower cognitive ability requirements. Further research is recommended to fully quantify the cost of a rating screening process and understanding the differences in cognitive ability, the different cultures of each rating, and their correlation to recruiting performance.